...point of motivational interviewing, why it was used, and whether or not it was successful. What was done well in this interview, and why? What would you have done differently, and why? Of the theories we have learned in this unit, which theory stands out in this interview? Where and how? “A client-centered and empathetic counseling style is one fundamental and defining characteristic of motivational interviewing. We regard the therapeutic skill of reflective listening or accurate empathy ... to be the foundation on which skillfulness in motivational interviewing is built ... Through skillful reflective listening, the counselor seeks to understand the client’s feelings and perspectives without judging, criticizing, or blaming ... The crucial attitude is a respectful listening to the person with a desire to understand his or her perspective” (Miller & Rollnick, 2002, p. 37) In this case, the Motivational interviewing refers to an interpersonal counseling or communication style rather than a specific therapy or set of techniques (Rollnick & Miller, 1995). This style is evident in the process of MET (Motivational Enhancement Therapy). The focus of this particular interview was on helping the client to overcome reluctance or ambivalence on his own, while allowing him to make positive changes in his approach to anger management. The therapy did not assume that the client wanted to change, but lead the client to own their need for change. The motivational interviewing assumed...
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...Motivational Interviewing (MI) is a positive, powerful, and effective approach to therapy that I would be interested in using as a Marriage and Family Therapist. I like that it isn’t shame based nor does it assume that the client has a flawed character. I learned a lot from the motivational interviews we watched in class and I’m glad we are studying this type of therapy. The definition of MI is, “a goal directed, client-centered counseling style for eliciting behavior change by helping clients to explore and resolve ambivalence” (Lewis, Dana, & Blevins, 2015, p. 62). It is based on the client-centered therapy of Carl Roger’s, but it also includes specific goals which reduce the ambivalence to change and increases self-motivation. MI therapists...
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...Anali Khalil Case Analysis 2 November 1, 2015 I. Client Psycho-Social Brandy is a 32-year-old Mexican mother of two, who is currently seeking treatment for heroine and alcohol use. Brandy was recently arrested for possession and distribution of heroin, and was court ordered to comply with substance-abuse classes. During intake, Brandy states that she has been using heroin for the last four years. Brandy states that after she had her twins, she felt very alone and overwhelmed. Although Brandy is still with the father of her children, she states that her significant other works 13 hour days, which gives her plenty of time to use. Aside from her regular heroine use, Brandy also states that she regularly drinks bottles of wine on a weekly basis. Brandy states that as a child, she remembers her mother regularly drinking wine, at times even sending her to the refrigerator to pour her another cup. Although Brandy has never been in trouble previously, she states she has considered treatment often. Brandy states that the longest time she has been sober from alcohol was for about 3 to 4 days. She states the longest she has not used heroin was 2 days. At this time, Brandy states that she wishes to get treatment for her heroin use. Brandy insists that her alcohol use does not negatively affect her,...
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...INTRODUCTION This work will discuss about motivational interviewing (MI) the nurse’s role in helping motivation for change in client with alcohol dependence. For clarity purpose, key terms like MI and alcohol dependence shall be defined. The evidence of effectiveness of MI as a psychosocial intervention for alcohol dependence and policies underpinning the use as well as the strengths and weaknesses and ethical issues. This work will evaluate nurse’s role in providing care and treatment including health education and promotion by helping patients/client’s motivation for change. Through reflection on practise, the writer’s clinical placement practise experiences of working with alcohol dependent clients in the community shall be use for illustration. Name and place will not be mentioned due to patient’s confidentiality (NMC, 2008). In conclusion, recommendations will be made to improve practice. The aim of this work is to critically evaluate the effectiveness of MI as a psychosocial intervention in alcohol dependence. The rational and motivation for choosing to explore this topic is because of a particular interest in substance misuse nursing and experiences from using MI in the care and treatment of alcohol dependent clients. Alcohol dependence represents a major burden to the National Health Service (NHS) and the wider health and social care systems (alcohol concern, 2009, Cabinet Office, 2003). The Department of Health (2004) estimates that nationally, six percent of men...
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...aspect of this company’s growth, it is becoming harder and harder to fill the vacant positions. As the leading HR Manager, I am tasked with solving this crisis so that the company does not have to prolong its expansion any longer. I will then take the time to go through the approaches of job analysis to see which may or may not help me with gaining new Customer Service Representatives. The approaches to job analysis are observation, interviewing, and questionnaire. The positive side to observation is being able to take the time to gain familiarity with the position and know specifically what the job requires. Observing allows the HR Manager an opportunity to look at the position and see which components they value the most based on the needs of the company. Although this is a good process, the fact that it is limited because many positions are incomplete and needing to be filled in the first place, therefore being able to determine the actual job duties and job cycles could become a challenge. Interviewing would be the second approach to take into consideration, it includes meeting with people who are currently in the position and those who supervise over the position. While interviewing each of these people, it is good to know exactly what it is that they are looking for out of the position as well as what they feel the position includes for them. Having knowledge from the Supervisor about what they expect and how they feel their employees should handle their job duties...
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...1. Cognitive domain, which includes intellectual skills such as knowledge, comprehension, application, analysis, synthesis, and evaluation. 2. Affective domain, which includes feelings, emotions, interests, attitudes, and appreciations. 3. Psychomotor domain, which includes the ability to mentally manipulate objects. I especially looked at Maria and explained when we teach anybody we automatically have these domains in mind but when further reading about it, I read an article by Skiba (2013) that used Bloom’s taxonomy to make word clouds for online students and it had very favorable results for retention. Another reason why it was interesting was because Bloom’s taxonomy could also be used when we need to develop a syllabus for teaching later on. I told them that I also found Motivational Interviewing (2007) very interesting. Levensky talks about four principle of motivational interviewing (express empathy, develop a discrepancy, roll with resistance and support self-efficacy) and the four skills of motivational interviewing (reflective listening, asking open questions, affirming, summarizing). I told them I, as well as many nurses I know, are guilty of talking more than listening. It told the group I found an article by Bóveda-Fontán (2015) that used motivational interviewing in educating patients with dyslipidemia. It proved to be very...
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...gaps that were identifiable. He describes the seven step process for performance improvement; however, he more importantly recognized that there was a missing piece in the entire process that would play a significant role in the overall improvement process. Gerson recognized that the people who play integral roles in this process were the missing link in the overall process. “The people side of HPT and performance improvement...focused on what a performer brings to the performance situation, his or her motivational levels, and how emotions affect the performance. [11] There are various analysis that help determine how an organization and process is working in the current environmental conditions, but it is the performance of individuals that determines if the deficits can be met and goals be reached. A performer analysis will determine the motivation, attributions, self-confidence, thought, expectations, readiness, and yes of the individual performers. The motivational triad: ‘achievement, affiliations, and power” [13] determines if there is an internal desire to achieve more. “Attributions are the reason people give for the outcomes of their performances” [13]. Internal factors describing the person’s ability is and external attribute such as...
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...Organisational Behaviour Queen’s Sport Staff Motivation Is Staff Motivation part of the Organisational Culture at Queen’s Sport? Do management of Queen’s Sport understand the factors which motivate their employees? By Frank McCusker January 2012 Table of Contents 1. Introduction and Literature Review 1. Introduction 2. Literature Review 2. Research into Staff Motivation at Queen’s Sport 1. Is there a culture of staff motivation within Queen’s Sport management? 2. Do employees recognise the importance staff motivation and do they believe there is a culture of staff motivation at Queen’s Sport? 3. What motivates Queen’s Sport employees to work? 4. Do management recognise the key motivating factors affecting their staff? 3. Results and Linked Theory 4. Conclusions 5. Bibliography 6. Appendices 1. Introduction and Literature Review 1.1 Introduction Ensuring staff are motivated is a fundamental objective of any organisation, and should be firmly cemented within the management culture of that organisation. Wiley (1997) points out that in order to improve productivity employers must understand what it is that motivates their employees. In today’s challenging economic climate organisations more than ever are being asked to perform...
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...to be rectified immediately; that of retention of dealers who are dissatisfied with the pit boss, and the recruitment of quality housekeeping staff to alleviate the excessive burden on current housekeepers. Although these issues impact guests as well as the casino, the focus must remain on these two factors in order for other areas to reap positive affects. There are a number of viable options that may be utilized to rectify the current situation, however extensive research and data gathering takes time and clearly the situation has gone beyond the expiration date for lengthier I/O methods. With this in mind, the proposed recommendations based on general analysis and a few assumptions have been provided for the short-term, with more extensive action to be employed for future harmony and balance within the organization. Analysis and Recommendation The casino is having extreme difficulty retaining their dealers as, “on several exit interviews, many of the dealers have cited the pit boss, Joe, as being “toxic, overbearing, evil, and incompetent.” (syllabus, 2012, p. 5). To add to the issue, Tom, the organizations HR director fears explaining the situation to the casino owner because Joe is the owner's step-son. Due to the precariousness of the situation, Tom's fear may be warranted, however as the HR director he owes it to the owner as well as Joe the pit boss to provide honest feedback regarding the situation. There are a couple of different ways in which to view the information...
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...demand, when combined with a competitive job market and significant legal compliance requirements, means that hiring processes and decisions are increasingly complex and challenging. Development Dimensions International, Inc. (DDI), offers a proven selection system called Targeted Selection® that, when properly applied, can produce positive results in a wide range of areas of concern to organizations, from turnover to on-the-job success and return on investment. Targeted Selection® incorporates the following concepts with the training necessary to apply them: > > > > > ® A BEHAVIORAL APPROACH TO IMPROVED HIRING DECISIONS (BASIC CONCEPTS AND METHODOLOGY) Organize selection elements into a comprehensive system. Apply effective interviewing skills and techniques. Use data integration to make the best hiring decision. Make a positive impression on applicants; sell them on the job and the organization. > > On the following pages are 21 common selection problems that DDI consultants have collected from observing more than 1,000 selection interviews. These observations, supported by published research studies (see References, page 19), have led to a better understanding of how interviews work and how different aspects of the interview affect decision making. In...
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...and coping skills, by the identification of stimulus cues of substance use. 4) Brief Intervention and Motivational Interviewing - uses a person-centered, nonconfrontational approach, that enables an adolescent to explore the different patterns of his/her substance use. The adolescent examines the pros and cons of substance use and creates goals for a healthier lifestyle, through direction and feedback of the therapist. 5) Contingency Management Reinforcement – rewards healthy changes in behavior, which is based on operant behaviors/conditioning model that assumes that an adolescents drug use will subside when incentives are offered. 6) Twelve-step programs – a self-help approach the is centered around individuals supporting one another’s sobriety, through the encouragement of mental and spiritual health, via twelve...
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...Contents Introduction 3 Task 1 3 1.1 Distinguish between personnel management and human resource management (P1) 3 1.2 Assess the functions of human resource management of Tesco (P2) 4 1.3 Evaluate roles and responsibilities of the line mangers of Tesco (P3) 5 1.4 Analyze impact of the UK legal and regulatory framework on human resource management (P4) 5 Task 2 6 2.1 Analyze the reasons for human resource planning for Tesco (P5) 6 2.2 Outline the stages involved in planning Tesco’s HR recruitments (P6) 6 2.3 Compare the recruitment and selection process of Tesco and Toyota (P7) 8 2.4 Evaluate the effectiveness of recruitment and selection techniques of Tesco and Toyota (P8) 8 Task 3 9 3.1 Assess the link between motivational theory and reward (P9) 9 3.2 Evaluate the process of job evaluation and other factors determining pay (P10) 9 3.3 Assess the effectiveness of reward systems in two different work contexts (P11) 10 3.4 Examine methods that being used by businesses to monitor employee performance (P12) 11 Task 4 11 4.1 Identify the reasons for cessation of employment with Tesco (P13) 11 4.2 Describe employee exit procedures of Tesco and Toyota (P14) 12 4.3 Consider the impact of the UK regulatory framework on employee cessation agreements of Tesco (P15) 12 Conclusion 12 Reference 13 Introduction Human resource management is way of directing and executing the workforces of the organization in order to make easy the path towards success...
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...Behaviour and Society Assignment 1 – Case Study - Chrissy Psychological constructs have been defined by Cronbach and Meehl, (1955) as anything related functionally to experiences behaviours and attitudes. Furthermore constructs are not what can be measured or seen but a manifestation of what has been agreed upon to name and identify those functions in one’s own mind. In the case study of Chrissy, a 25-year-old lawyer, various negative constructs are highlighted. These include risk behaviour as Chrissy has been a moderate smoker for the last 10 years, Chrissy’s associated risk perception, decreased motivation to exercise choosing to carpool than ride her bike and her low level of compliance to her asthma treatment plan. Risk behaviour is defined as an action that is associated with a loss, leading to negative outcomes (Van der Pligt, 1996, p. 34). Such factors as gender, age, ethnicity, socioeconomic status and personality can influence behaviour. Also a persons beliefs and attitudes can guide them to certain behavioural types. (Morrison & Bennett, 2009, p. 123). Usually people perceive their susceptibility risk of their behaviour on a comparison of their own risk to others, this usually equates to that perception of risk as being quite low (Vollrath et al, 1999). As with smokers, such as Chrissy, who states she is a moderate smoker, there will always be someone else who smokes more cigarettes and consequently shows no signs of illness, therefore there is a perception...
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...INTERVIEW Wikipedia defines a job interview as the “the process in which a potential employee is evaluated by an employer for the prospective employment in their company, organization or firm”. AICPA says “An interview can be best be described as a professional conversation conducted with a specific purpose or goal in mind. The trust of an effective interview is to gain knowledge and information that is pertinent to the enquiries. An interview should generally strive to answer basic questions: who, what, where, when, how and why”. Redelman G.F says “the purpose of an interview is to gather information about the application’s competence and work experience so that you can select the best qualified candidate”. Interview Guiding Principles Your goal is to have a fair and effective process for conducting interviews. Statutes governing fair employment cover the interview process as well as the selection of the candidate. To ensure fairness, you should: * Conduct structured interviews in which each candidate is asked a predetermined set of questions and all candidates are measured against the same criteria * Treat all candidates in a fair, equal, and consistent manner * Eliminate cultural or other forms of bias in the interview process * Evaluate candidates effectively by developing and asking a variety of questions, including direct, open-ended, and situational questions * Keep your top candidates interested by completing the interview process quickly...
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...ONE OF THE NATION’S LEADING INNOVATORS IN DELIVERING EVIDENCE-BASED SOLUTIONS FOR CRIMINAL JUSTICE AND HUMAN SERVICES TURNING LIVES 1 Yolo County, CA: EBP brings measureable, positive outcomes 2 King County, WA builds new system for Mental Health RX: the PRIME 4 Assessments.com selected to direct $1.2M statewide juvenile project in CA 4 News in Brief 5 Spotlight on ADC staff: Brian Richart is new ADC President 6 EBP – Recent Research: Exploring the Black Box of Community Supervision 8 Upcoming Events Winter 2010 | QUArterLY neWSLetter CURRENT NEWS AND trenDS AROUND supervision, and accurately and objectively identified higher risk juveniles who most need and can most benefit from rehabilitative treatment. Monthly statistics tell the story. In April 2007, the department was managing a caseload of 400 juveniles with a staff of 10 supervising field officers and an outpatient treatment budget of $120,000. Today, the total caseload is down to about 280, as the department has done a better job keeping very low risk youth out of the system altogether. Of those youth who do enter the system, some 150 low risk youth are supervised by 1 1/2 officers with diversion programs and minimal supervision, while the remaining officers are managing the 130 moderate to high risk juveniles (a 38% reduction in individual case load size) and providing individualized treatment through programs such as FFT (Functional Family Therapy) and T4C (Thinking for a Change)– cognitive behavioral programs...
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